Podcasts about leaders

We want your feedback and questions. Text us here.High performers do not wait for feedback. They pursue it.In this episode of The Champion Forum Podcast, Jeff Hancher explains why feedback often decreases as responsibility increases and how that silence can allow blind spots to grow. You will learn how proactive feedback, humility, and coachability can accelerate your leadership development, strengthen your relationships, and create lasting personal growth.Jeff introduces the GROWTH framework, a practical process for seeking honest feedback, receiving it without becoming defensive, identifying your responsibility, and turning what you hear into measurable habits. He also discusses how to respond when feedback feels unfair or inaccurate, why gratitude keeps people willing to tell you the truth, and how following up demonstrates that you value their investment.Whether you are leading a team, pursuing the next level of your career, or working to become more self-aware, this episode will help you stop avoiding difficult conversations and start using feedback as a tool for transformation.Listen now and discover how one honest conversation could reveal the change standing between you and your next level.

Benjamin Martin is coming back to the Scrap, and we've got more to unpack than we'll have time to cover.Benjamin started his career riding the jump seat of a busy urban engine company and recently retired as an Acting Battalion Chief after more than 23 years in the fire service.Many of you know him through EmbraceTheResistance.com, his articles, podcast appearances, or his nationally recognized class, Intoxicated Leadership.Over the last decade, he's challenged many of the assumptions inherited about leadership, helping firefighters at every rank recognize the hidden forces that shape culture, leadership, and performance... and what we can actually do about them.Benjamin isn't afraid to go where a lot of leadership conversations stop. He's willing to talk about the mistakes, the burnout, the difficult conversations, the organizational politics, and the emotional weight that comes with trying to do right by your people. He believes credibility isn't built only on the fireground but rather around the kitchen table, in the hallway, and during the conversations most people would rather avoid.If your ego's flammable... consider this your warning.Some of the rabbit holes we hope to head down include why leaders shouldn't always eat last, why organizations push back against improvement, and why good people quietly stop caring.As always, the live audience helps drive where this conversation goes. Some of my favorite episodes have taken unexpected turns because of the questions and comments coming from the chat.

In this episode, Ruth closes our podcast season on “becoming human,” reflecting on an incarnational spirituality that is lived in the God-ordained reality of our bodies rather than bifurcated from them. She invites listeners to notice what they now know, what questions have surfaced, and how suffering and honest inquiry shape theology and spiritual leadership, calling leaders to stay present to bodily experience in themselves and those they shepherd. Ruth closes with four practices—paying attention to the body, caring for it, praying with it, and biospiritual focusing—and concludes by once again reading Brian Wren's “Good Is the Flesh” as an embodied blessing.   Season 29 is titled Becoming Human: With God in Our Bodies. Our goals this season are to confront the dualism between life in the body and life in the spirit, to hear stories of people who experienced their bodies as a place of encounter with God, and to explore the connection between the integration of life in our bodies and our spiritual lives with our leadership. We will be having deep, spiritual conversations with friends of the Transforming Center about their very human experiences in their bodies and how they've experienced God in and throughout these experiences. We will explore God in concrete bodily realities like gender, sexuality, race, ability, aging, illness, and death, to name a few. Mentioned in the Episode:  Tarry Awhile: Wisdom from Black Spirituality for People of Faith by Dr. Selina Stone Our Bodies Our Faith by Barbara Brown Taylor (Christian Century, Jan 27 2009) Who Decides What My Body Means? by Brian Bantum (Christian Century, March 29, 2017) This Here Flesh by Cole Arthur Riley Good is the Flesh by Brian Wren   Music: Kingdom Come by Aaron Niequist Innocence from Music in Solitude Springs of Living Water from Music in Solitude   We're on Substack! “On the Journey with the Transforming Center” is our home for “reflection, conversation, and connection with our transforming community.”  It includes thoughtful reflections from Ruth Haley Barton and the Transforming Center team, as well as alumni and friends of the Transforming Center, occasional special video teachings and guided practices, and space to interact with our content and respond with how God is working in your life through the posts. This is also where you find all of our podcast patron content! There are free and paid tiers. We'd love for you to join us over on Substack.  Support the podcast! This season patrons will receive special bonus conversations with each of our guests. Become a paid member of Substack today to receive these practices and so much more!   The Transforming Center exists to create space for God to strengthen leaders and transform communities. You are invited to join our next Transforming Community:® A Two-year Spiritual Formation Experience for Leaders.  Delivered in nine quarterly retreats, this practice-based learning opportunity is grounded in the conviction that the best thing you bring to leadership is your own transforming self!   *this post contains affiliate links

906. Leaders are frustrated that teams aren't delivering. Teams are exhausted and hitting walls. And the instinct is to pull harder. But the real work is finding the knots leadership has inadvertently tied, and undoing them one at a time. In this episode, Rachel talks about the unsexy work that actually unlocks speed.Modern Mentor is a Quick and Dirty Tips Podcast, hosted by Rachel Cooke!Find more from Rachel at LeadAboveNoise.com.Have a question for Modern Mentor? Email: modernmentor@quickanddirtytips.com Discover more from Modern Mentor!FacebookLinkedInNewsletterTranscripts available on your podcast app or QuickandDirtyTips.com. Hosted on Acast. See acast.com/privacy for more information.

How quickly should an AI investment begin producing measurable business results? In this episode, I speak with Monica Kumar, Executive Vice President and Chief Marketing Officer at Extreme Networks, about the growing pressure on technology leaders to prove that AI investments are producing financial and operational value. The conversation draws on Extreme Networks' State of AI for Networking 2026 report, based on a global survey of 200 C-level executives and vice presidents of IT. The findings suggest that enterprise AI has entered a far less forgiving phase. Experimentation continues, but executives increasingly want evidence that deployments are reducing costs, improving productivity or creating better user experiences. The most striking result is the speed now expected. Some 57 percent of respondents said they expect measurable AI impact within weeks or sooner, compared with 16 percent in the previous year. Projects that once might have received six or 12 months to demonstrate value may now face questions within 30 or 60 days. Monica explains why these demands are changing which AI projects receive attention. Leaders are looking for use cases connected with existing operational problems, where results can be measured and communicated clearly. This makes enterprise networking an interesting test case. AI workloads depend on network compute, bandwidth, availability and access to current data. According to the research, 92 percent of respondents said AI is increasing demands on network compute and bandwidth. A fragmented or outdated network may therefore limit the performance of the AI applications running across it. The network can also provide an early opportunity to show what AI produces in practice. Monica discusses performance monitoring, predictive analysis, troubleshooting, compliance checks, capacity planning and security. These are repetitive, data-heavy activities where improvements can be measured in time saved, fewer support tickets and better service availability. A case from Middlesbrough College brings those claims into focus. The college reports that firmware tracking fell from as much as five hours each week to approximately five minutes, while the time spent troubleshooting decreased by around 90 percent. For a small network team, the value comes from giving people additional capacity without asking them to monitor every device or event manually. We also discuss why AI capabilities work better when embedded within normal business systems rather than added as another standalone tool. If an AI service remains outside the daily workflow, employees must move between platforms, transfer information and interpret the result themselves. Integrated AI can monitor the network, identify anomalies, recommend action and automate routine work within the environment where the team already operates. Monica also warns that the quality of AI depends heavily on its data. Before investing in another model or application, businesses need accurate, current and well-managed information. They must also examine whether their network has the capacity to support additional workloads and whether employees understand how to use AI responsibly. If executives expect AI results within weeks, are businesses selecting the right use cases, or simply imposing unrealistic deadlines on complicated technology programs? Listen to the episode and share your thoughts with me.

After thinking over and over about the concept of strategy, Pete turns to Jen to help him unravel what strategy actually is and how it can be best utilized by individuals and companies. Specifically, in this episode Jen and Pete talk about: What even is strategy? How might we move from our goals to a clear strategy? What are some tactics to stay focused on the things we actually have control over? More from us in your inbox. Subscribe to Box O' Goodies. A weekly email with the books, podcasts, quotes, and other noodles Jen and Pete are mulling over.Listen to all episodes and read full transcripts at thelongandtheshortpodcast.com.Reach us: hello@thelongandtheshortpodcast.comPete's work: humanperiscope.com · Jen's work: jenwaldman.com

Send us Fan MailI have three questions I come back to more than almost any other with my clients, and every time, I watch a smart, accomplished leader go quiet. Not because they're unsure. Because they've never had to answer it before.I'm sharing what those three questions are and what that quiet usually means. It's rarely about what people think it's about, and once you see it, it's hard to unsee.In this episode, I'll cover:Recognize when you're treating something as fixed that's actually up for negotiationNotice what you're not saying, even when you think you've been clearWalk into your next high-stakes conversation seeing what you've been missing

In this episode, host Mike Horne talks with returning guest Norm Jones, CEO of Integrated Diversity, about how organizations can move beyond surface-level diversity metrics to create truly inclusive cultures that drive performance and sustainability. Discover actionable strategies to embed DEI into core business processes and decision-making.   Key Points: Organizations often misunderstand diversity, equity, and inclusion (DEI) and how it enhances core work. It is crucial to integrate DEI into organizational strategy rather than treating it as peripheral or separate initiatives. Focusing solely on demographic representation can hinder real inclusion and cultural shifts. Diverse perspectives have the transformative power to enhance organizational culture and innovation. Inclusion should be viewed as a journey rather than a static goal, emphasizing ongoing reflection and adaptation. Leaders can take immediate actions, such as fostering conversations about wants and needs at work, to strengthen relationships and performance.   Links:  Learn more about Mike Horne on Linkedin Email Mike at mike@mike-horne.com Learn More About Executive and Organization Development with Mike Horne Twitter: https://twitter.com/mikehorneauthor  Instagram: https://www.instagram.com/mikehorneauthor/,  LinkedIn Mike's Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,  Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike     Learn More about Norm Jones: https://www.normjonesphd.com/ integrateddiversity.org 

Most leaders spot rudeness or a toxic workplace and rush to shut the behavior down. But incivility is often a symptom of stress, burnout, and something deeper nobody names.Dr. Mira Brancu sat down as a guest on Dr. John O'Brien's show, Civility Matters, and this is the full conversation. They get into why punishing rude behavior usually backfires, and how to tell the difference between the symptom you can see and the root cause you cannot. Mira breaks down organizational grief, the quiet loss people carry after layoffs and reorgs that shows up as disengagement, quiet quitting, and cynicism instead of tears.You will also hear her simple two by two office politics matrix that reveals whether your influence at work has turned self-serving, whether ambition and civility can actually coexist, and real advice for anyone stuck in a toxic job right now. The point they both keep coming back to is this: Leaders have to deal with their own stress first, because you cannot steady anyone else while you are running on empty.Subscribe for weekly conversations on leadership, burnout, and workplace mental health.Connect with Dr. John O'Brien : www.activatesuccess.orgLinkedIn: https://www.linkedin.com/in/johnmobrienphd/Host: Civility Matters Podcast: https://civilitymatters.buzzsprout.comRudeness Rehab Book: https://www.amazon.com/dp/1957651911?lv=shuf&channelId=500&plpRedirect=mhFallback YouTube: https://www.youtube.com/@RudenessRehab Subscribe to my free newsletter at: mailchi.mp/2079c04f4d44/subscribeWork with me one-on-one: calendly.com/mira-brancu/30-minute-initial-consultationConnect with me on LinkedIn: www.linkedin.com/in/MiraBrancuLearn more about my services: www.gotowerscope.comGet practical workplace politics tips from my books: gotowerscope.com/booksGet my free Strategic Clarity and Leadership Resilience assessment: https://mailchi.mp/e1ebf8505764/slr-assessment Get my Free Burnout Root Cause Assessment: https://mailchi.mp/29d7d18fae4a/burnout-root-cause-assessmentGet my Workplace Grief Guide: https://mailchi.mp/46873b910380/workplace-grief-field-guide Find other free resources to support your leadership growth: https://gotowerscope.com/other-free-stuff Join the next Towerscope leadership workshop or fellowship: https://gotowerscope.com/fellowship 

What if the next breakthrough in leadership isn't another business strategy—but a deeper understanding of yourself?In this thought-provoking episode of the Conscious Leadership Revolution Podcast, Susan Hobson sits down with Harvard Business School MBA, entrepreneur, and Jaguar House founder Robert Lennox to explore one of the most talked-about frontiers in leadership development: psychedelic-assisted transformation.Together, they discuss how neuroscience, consciousness, and authentic leadership intersect in an era defined by AI, rapid disruption, and increasing pressure on today's leaders. From ego and authenticity to neuroplasticity and human potential, this conversation challenges conventional thinking about what it truly takes to lead at the highest level.Whether you're a CEO, entrepreneur, executive, coach, or high performer, this episode will leave you questioning how leadership is evolving—and what it means to develop from the inside out.In this episode, you'll learn:• Why conscious leadership is becoming the competitive advantage of the future• The difference between "power over" and "power for"• How psychedelics may support self-awareness, purpose, and authentic leadership• Why human intelligence (HI) may become more valuable than artificial intelligence (AI)• The neuroscience behind neuroplasticity and mindset transformation• How authenticity influences trust, creativity, and executive performance• Why leaders must train their nervous systems for the future of work• The importance of integration, coaching, and intentional personal development

Standing Strong When the Battle Feels HeavyScripture: Isaiah 40:31 — but they who wait for the Lord shall renew their strength; they shall mount up with wings like eagles; they shall run and not be weary; they shall walk and not faint. Accept Jesus today. https://youtube.com/shorts/bIwAUlz7Kg4?si=BNOhv44iLWIR4eVJIf you would like to accept Jesus into your heart today, pray this simple prayer:****God, I have sinned against You. I believe that Jesus is Your Son, who died and rose for my sake. I ask you to forgive me for my sin. I place my trust in You for salvation. I receive you as my Lord and Savior. In Jesus' name, I am forgiven! Amen!****Congratulations! You are now a child of the Most High. John 1:12 says, "But to all who did receive him, who believed in his name, he gave the right to become children of God."****If you just prayed this prayer to receive Jesus Christ as your Savior, I welcome you to the family of God. Subscribe to my channel and type in the comments right now, “I just prayed that prayer.”****Click here for FREE eBook download: https://tinyurl.com/ISAIDTHEPRAYERShow your love and support the channel:*PayPal: PayPal.me/malachimitchellministry*Cash App: https://cash.app/$MalachiMitchNote Journals and Puzzles:https://tinyurl.com/WalkinFaithPublishingAuthored Books: https://tinyurl.com/PastorMalachiBooksHNO Crypto Coin Investing Opportunity: https://tinyurl.com/HNOCoin-ReferralFREE Ways to Support Me:

SummaryHospitality is not a department. It is a posture.That was the thread running through our conversation with Mia Berloni, CEO of Teatro Group, as Garth and I dug into the idea of unreasonable hospitality and what it actually asks of a leader. Mia has spent her career inside rooms where the smallest gesture, a remembered name, a note passed at the right moment, can matter more than the meal itself. What she has learned in those rooms translates directly to how schools and organizations build culture.We talked about clarity as an act of kindness rather than its opposite, and how feedback delivered with care becomes one of the most generous things a leader can offer a team. Mia's approach to hiring is not built around credentials first. It is built around who fits the culture and who will carry it forward, because culture is not something you announce, it is something you practice in a hundred small decisions a day.What stayed with us was her insistence that kindness has to hold even when it is inconvenient, even when it costs you time or comfort in the moment. That is where unreasonable hospitality stops being a nice idea and starts being a discipline.This is a conversation for any leader who wants their culture to be felt, not just stated.Chapters00:00 introduction to unreasonable hospitality05:47 Mia's journey into hospitality08:50 the role of culture in leadership11:51 hiring for culture and team dynamics14:49 leading with kindness and clarity17:56 feedback as a tool for growth21:00 rapid fire questions and final thoughts33:04 Beards Book Club outroKey TakeawaysUnreasonable hospitality means going beyond expectation in ways that are small, specific, and personal. It is not about grand gestures, it is about noticing.Clarity is kindness. Leaders who avoid hard conversations in the name of being nice are often doing the opposite of what their people need.Culture is built through hiring. Bringing in people who already carry your values forward is easier than trying to teach values after the fact.Feedback, given well, is a form of investment in someone's growth rather than a correction of their shortfall.Kindness that only shows up when it is convenient is not really a value. It becomes real in the moments it costs something.Sound Bites"Clarity is kindness.""Sometimes the smallest things are the biggest things.""Leading with kindness even when it's inconvenient."ResourcesUnreasonable Hospitality by Will Ghidara - https://www.amazon.com/s?k=Unreasonable+Hospitality+Will+GhidaraMia Berloni - Teatro Group - https://www.linkedin.com/in/miaberloni/

She's recently taken on a bigger leadership role and with that shift comes a new challenge: how to lead a team where one person's style doesn't seem to fit the culture she's worked so hard to build. Host Muriel Wilkins coaches her through how to manage a difficult dynamic while addressing the larger team leadership issues it raises.For further reading: More on the DISC assessment: https://www.businessnewsdaily.com/8692-disc-assessment.htmlDifficult People: https://hbr.org/podcast/2018/02/difficult-peopleStop Hiring for Culture Fit: https://hbr.org/2018/01/how-to-hireHow To Handle Employees Who Don't Fit Your Culture: https://www.linkedin.com/posts/handandassociates_what-should-you-do-if-current-employees-don-activity-7299836392640020480-nzc0/How to Support a New Employee Who Doesn't Seem to Fit In: https://quickbooks.intuit.com/ca/resources/manage-employees/employee-doesnt-fit-in-corporate-culture/Connect with Muriel:Website: murielwilkins.comLinkedIn: @Muriel Maignan Wilkins Instagram: @CoachMurielWIlkins Join the Coaching Real Leaders Community: coachingrealleaderscommunity.comRead Muriel's book: LeadershipUnblocked.com See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

I talk with Mark Paulek, Chief Human Resources Officer at Kyndryl, about how leaders should approach AI transformation without losing employee trust. We get into Kyndryl's People Readiness Report, the company's AIR framework for anticipating demand, inventorying skills, and redeploying talent, plus how they think about AI governance, human-in-the-loop decisions, ROI, reskilling, and why AI adoption is ultimately a people challenge before it is a technology challenge.

Get your free download of the AOS ACADEMY SUCCESS GUIDE with 10 actions you can take today to increase your level of life success! https://bit.ly/4ueKy4V Economic uncertainty. Political change. Pandemics. Shifting careers and shifting ground. Steve Wohlenhaus has watched these forces wear down people he once considered unshakable — and he's watched others use the same conditions as a launchpad for something new. The difference comes down to perspective. When we stumble over the bumps, we stop looking ahead. But a simple mind shift redirects our energy away from what we can't control and toward the solutions and long-term opportunities we can. In this episode, Steve shares the black dot parable — a story every leader should hear — and lays out three things leaders must do to stay strong when the path forward isn't clear.

Lessons in Sailing Upwind William D. Parker, July 9, 2026 When my friend Dave Sandowich, a retired principal with 20+ years of admin experience, invited me to go sailing with me off the Chesapeake Bay, I was thrilled. This would be the third time he had taken me on the water, and my son Jack, now 20 years old, was coming along. We sailed 60 miles over three days, from Dave's place on Kent Island to Annapolis, Maryland, and then south to a quiet cove. Sailing upwind was the most challenging and exhilarating part of the trip. Calm waters and quiet moments were nice too, but Dave was quick to point out that sailing upwind takes work – a mastery of understanding the sail and jib, the use of crewmates to help you come about, and knowledge and skill to stay on track. As Dave told me the first time we sailed together in 2019, “Sailing is a lot like leadership,” he said. “On a sailboat your destination may be directly from where the wind is coming from. A sailboat can't sail directly into the wind but it can work its way up wind by sailing at angles off the wind and working its way up wind to the destination. It is more work and will take more time but you will get there if you stay the course, apply your sailing knowledge and get the feedback from your instruments and instincts and adjust along the way.” Whenever I think about resistance in leadership, I think about sailing into the wind. Leaders have a destination in sight for their teachers, students and communities. The question is: what do you do when you experience pushback and resistance toward reaching those goals. What has facing resistance taught you? This week, I met with a group of leaders for a retreat, and I posed that question to them. Some of their responses included: “Pushback causes me to reassess my own understanding of mission and vision and if I'm effectively and clearly communicating it with others.” “Perhaps there is misunderstanding or misrepresentation of our goals that I need to recommunicate.” “It's my responsibility to realign expectations while keeping in mind that relationships are complex. Reaching my goal may not be a straight shot. Sometimes I have to work with people until they come around to a clearer perspective.” “Leadership is more like chess than checkers. It requires wisdom to know how to maneuver among people and systems while still reaching the right outcome.” Each one of these statements reminds me that the work of leaders is complex, and navigating complexity takes more than just a good handbook or code of conduct. It requires wisdom to step into the complexities and determine the next best step for moving forward. Having said that, here are a few thoughts to keep in mind as you sail a route in the coming school year: People – Investing in people means taking time to know who is on your team, gaining their trust, and remembering that development is not a one time event. Systems – Developing systems means analyzing your operations, processes, routines, and procedures in light of your students, teachers, and community members. Ask yourself what it is like to be on the other side of any activity at your school. How are you aligning the system involved for the outcome you want them to experience? Belief – Encouraging collective efficacy among your team members means being clear on what you believe is most important for the outcomes and impact happening around student learning. These three reminders bring us back to commitments to people, systems, and belief – the essentials for any flourishing school community. Anyone trying to navigate or move forward an entire organization or community must be prepared to face some winds of resistance. You can either allow the pushback to cause you to throw anchor, drop sails, or turn around. Choose Your Hard Our last day together, Dave and Jack and I were having breakfast together, when I asked Dave what were some lessons in leadership he's learned along the way. Dave is enjoying retirement and a lot of time on his boat with family and friends. When I asked him what lessons he was learning, he looked at me and Jack and said, “You have to learn to choose your hard.” “What do you mean by that?” I asked. “Take my physical fitness, for example,” he continued. “I choose the hard by keeping my workout routine. I don't really want to do pullups, planks and pushups, but I choose that hard over the hard of declining health, higher blood pressure, or losing my mobility over time. You choose your hard one way or the other.” Life and leadership teach us a lot of lessons along the way if we slow down enough to listen and reflect. In leadership, the harder and wiser option often requires sailing into the winds of resistance. If it wasn't hard, everyone would do it by default. But good outcomes often require hard choices. When I think about the goal of schools to build a community of learning, I'm encouraged that the task is worth it for students, for teachers, and for communities. It's also worth it for leaders. On our last day of sailing, Dave navigated the boat back toward Kent Island. He gave each of us a turn at the helm. I tried to soak in the memories of sun, waves, and the warmth of friendship and family. Your school year ahead will be full of unexpected situations, and the truth is: you don't choose the winds you encounter. But you can choose how you respond to them. As you sail into the winds of a new school year, may you learn to pivot, to navigate, and to recalibrate along the way. The destination and experiences you reach will look different in each journey, but the mindset you have along the way may be what makes all the difference. Now It's Your Turn What are some experiences in pushback or resistance you've faced, and what lessons did you learn? How can you apply those lessons to navigating with wisdom “upwind” in the school year ahead? The post MONDAY MATTERS with Jen Schwanke and Will Parker – Lessons in Sailing Upwind appeared first on Principal Matters.

In Episode 377 of The Real Jason Duncan Podcast, you've heard it your whole life. Happy wife, happy life. It sounds like love. It sounds like wisdom. It sounds like exactly what a good husband is supposed to do. And for Jim Lange, that's what made it so dangerous. He believed it for decades. And it didn't make his marriage better. It made him a doormat in his own home — and he called it faithfulness. Jim Lange is a number one bestselling author, executive leadership coach, and men's marriage coach who spent more than 30 years in business and leadership. He is the author of The Happy Wife Happy Life Deception: How To Stop Walking On Eggshells & Be The Man You Were Made To Be, Bleedership: Biblical First-Aid for Leaders, and Calming the Storm Within. He leads Kingdom Factor leadership roundtable groups, coaches men trapped in destructive marriages, and leads The Council of Arimathea — a community for Christian business owners who have exited their businesses and are figuring out what comes next. He has been married to Carolyn for years and is a father of five grown children and grandfather of three. Today, Jim sits down with Jason to expose the lie handed to men like a wedding gift. Four words. Happy wife, happy life. And what those four words actually do to a man who believes them — not for a year, but for decades. In this episode, Jason and Jim cover: Where the belief came from for Jim — and how deep he was in it before he started to question it The high school breakup that planted a fear of rejection that followed him into marriage for 30 years Why growing up never hearing his parents argue became a false narrative that conflict equals the end How being raised to perform for love turned him into a chronic people pleaser — and why that's a trap Why happiness is an inside job — and why no husband has the power to make his wife happy no matter how hard he tries The men's group advice that made it worse — just love her more — and why it kept him stuck The fast that finally revealed where it all started — and what God showed him in that moment The year of fireworks that followed when he finally spoke up — and what happened when he brought in a mediator, his pastor, and a counselor Why a 6'8" man couldn't see that what was happening to him was abuse — and what his coach finally helped him see The physical cost of 30 years of walking on eggshells — adrenal fatigue, two years of crashes, and what it took to recover What he'd tell an engaged couple today about this concept — and what he wishes someone had told him 20 years ago Why this lie is especially pervasive in Christian circles — and what Scripture actually says about love, submission, and mutual respect The one thing Jim wants every man still inside this lie to hear before the episode ends You can't control her happiness. You never could. And the cage you built trying to is the most expensive one you'll ever live in.

In this episode of the Lead Ministry Podcast, Josh Denhart and Vance Martin of Slingshot Group introduce the Ability vs. Likability framework — a simple chart that places every leader in one of four quadrants. They explore why the most effective leaders are both highly capable AND highly likable, offering ministry leaders a practical self-assessment for becoming the kind of influencer their team actually wants to follow. If you've ever wondered why your hard work isn't translating into team buy-in, this episode will equip and inspire you with the framework and the action steps to shift your leadership posture this week. Key Topics CoveredThe four quadrants of leadership – Influencer, Intimidator, Incompetent, Infamous.Why likability is a leadership superpower – the "benefit of the doubt" advantage.Invitation and challenge – the horse-whisperer model for leading people well. Key Quote"People are not a means to an end. They are the end. Focus on the people and you'll get more done than you ever thought possible." Scripture ReferencesProverbs 27:17 – "As iron sharpens iron, so one person sharpens another."Philippians 2:3-4 – "Do nothing out of selfish ambition or vain conceit. Rather, in humility value others above yourselves." TakeawayLikability gets you loved. Ability gets you respected. You need both. Run the honest self-assessment, pick one axis to grow on this quarter, and watch your influence multiply. Call to ActionWe hope this episode encourages and equips you. Share it with a friend and stay tuned for more resources each week. Stay Connected for More ResourcesVisit our website: http://leadministry.comFollow us on Facebook: https://www.facebook.com/LeadVolunteersFind us on Instagram: https://www.instagram.com/leadvolunteers

Chris Jackson is the Co-Founder and CEO of Orphic, an AI company helping manufacturers and industrial suppliers automate engineering, warranty, and procurement workflows. Orphic reads engineering specifications, drawings, manuals, supplier quotes, and warranty  documentation to help teams find information faster, evaluate opportunities more consistently, and make better decisions across engineering, sourcing, and aftermarket service. Founded while Chris was earning his MBA at Harvard Business School, Orphic is working with leading industrial companies to bring practical AI into engineering and manufacturing environments where critical knowledge is often trapped in documents, spreadsheets, and legacy systems. Before founding Orphic, Chris began his career at J.P. Morgan before becoming a venture capital investor focused on industrial software and advanced manufacturing technologies. Chris holds a Bachelor of Arts from Duke University and an MBA from Harvard Business School. He is passionate about helping industrial organizations leverage AI to preserve engineering knowledge, improve operational efficiency, and accelerate digital transformation.Find us @EmpoweringPumps on Facebook, LinkedIn,  Instagram and Twitter and using the hashtag #EmpoweringIndustryPodcast or via email podcast@empoweringpumps.com

Alex von Tunzelmann and Justin Quirk on the chances of Andy Burnham succeeding where Sir Keir Starmer could not. Plus: Farnborough International Airshow opens and an interview with Jack Watling, author of new book Statecraft.See omnystudio.com/listener for privacy information.

The headlines of the day by The Indian Express

Sean Canney, Junior Transport Minister, discusses possible next moves for Government around the regulation or banning of e-scooters.

Why do successful leaders keep running into the same challenges, even when they're doing everything "right"?   In this episode of The C-Suite Mentor, Theresa Cantley sits down with relationship coach Jess Hendrick to explore how subconscious beliefs influence every area of leadership, business, and life.   From recurring business struggles to burnout, difficult relationships, and limiting beliefs, Theresa and Jess unpack why personal growth is the foundation for sustainable business growth.   They discuss how the unconscious mind shapes our decisions, why entrepreneurs often experience repeated patterns, the importance of nervous system regulation, and how true leadership begins with the relationship we have with ourselves.   Whether you're building a business, leading a team, or navigating a season of change, this conversation will challenge you to look beneath the surface and discover what's really keeping you from reaching your next level.   In This Episode: - Why your subconscious mind drives more than 95% of your daily decisions - How childhood experiences create the "blueprints" we unknowingly follow - Why entrepreneurs face some of the deepest personal development work - The five relationship patterns that quietly keep leaders stuck - How limiting beliefs affect business growth and leadership performance - The role nervous system regulation plays in success - What surrender actually means in leadership and life - Why working with an experienced coach can dramatically shorten your learning curve - How healing yourself changes every relationship in your life   Key Takeaways:   Leadership Starts Within Every leadership challenge eventually becomes a personal growth challenge. The beliefs, fears, and stories we carry shape how we lead our businesses, teams, and ourselves.   Your Patterns Are Not Your Identity Repeated struggles are often signals rather than failures. Recognizing unconscious patterns is the first step toward creating lasting change.   Business Is the Ultimate Personal Development Journey Entrepreneurship exposes every limiting belief we have. Growth in business requires growth in mindset, emotional resilience, and self-awareness.   Discomfort Often Signals Growth Periods of uncertainty, setbacks, and even "dark nights of the soul" aren't necessarily signs you're on the wrong path. They can be evidence that you're being developed for what's next.   Support Accelerates Transformation The right mentor or coach doesn't simply give advice. They help you see what you can't see yourself and shorten the path to meaningful growth.   Connect with Jess:   Website: https://jesshendrick.com   Instagram: @jesshendrickcoaching   Take Jess's Relationship Pattern Quiz: https://www.jesshendrick.com/quiz   About Jess Hendrick: Jess Hendrick is a Conscious Relationship Coach and licensed Occupational Therapist with 15+ years of experience. She works with people who keep ending up in the same painful relationship, over and over, different face, same story. Maybe it's the anxious spiral before a text comes back, the situationship that never becomes real, or a breakup they can't get out of their head. Jess helps them see what's actually driving it and gives them real tools to change it, not just more insight to sit with. She helps self-aware people finally break the patterns that therapy couldn't touch, so their relationships, and their whole life, actually change.   READY TO UNCOVER THE BLIND SPOT HURTING YOUR SMALL BUSINESS?

In this episode, we sit down with Michael LaSpisa, co-founder of Googipet, to explore how he built a successful e-commerce pet supplement brand from the ground up during the COVID-19 pandemic. Michael shares how identifying an underserved Amazon niche, developing a high-quality product with the right manufacturing partner, and focusing on customer trust helped the company grow from a single multivitamin into a thriving brand. He also explains the realities of launching a product business, managing inventory, competing against larger brands, and why long-term success depends on making smart decisions before scaling.The conversation also dives into the changing world of e-commerce, discussing Amazon's increasing competition, the importance of building a direct relationship with customers, and the lessons learned from supplier failures that nearly derailed the business. Michael explains why operational systems, consistent product quality, and adapting to market changes are essential for sustainable growth. He also shares his long-term vision of building a company that can eventually be sold while continuing to create new businesses with his family.Beyond e-commerce, Michael discusses how artificial intelligence has become the foundation of his second business, helping companies automate operations, improve customer service, and build custom software without large development teams. From AI-powered customer support and marketing automation to building internal business systems using Claude Code, he explains why AI is creating opportunities for entrepreneurs willing to learn. ===Key Topics:-Building an e-commerce brand from an untapped Amazon niche-Scaling a business while competing with larger brands-Overcoming manufacturing and supply chain challenges-Using AI to automate business operations and improve productivity-Growing an AI consulting business with practical automation-Preparing a business for long-term growth and a successful exit===If you're selling land and still relying on Facebook messages, you're making it harder than it needs to be. Acrefy helps land investors create clean, professional dispo websites where buyers can see everything in one place. It saves time, looks legit, and helps you close faster.

Send us Fan MailAs traditional paradigms face modern challenges, this episode emphasizes a shift from focusing solely on learned behaviors to enhancing the overall well-being of leaders themselves. Discover how biology shapes leadership and why understanding this can be pivotal in becoming not just a better leader, but a healthier human being.Tracy-Ann Palmer and Stacy Caster delve into the biological challenges modern leaders face in today's fast-paced environment. They argue that while traditional leadership skills are essential, the physical and mental wellness of leaders should not be overlooked. The conversation shifts the focus from merely developing leadership skills to fostering healthier lifestyles, thereby enhancing leadership abilities. Palmer explains how critical it is to align your biological systems with your leadership strategies, emphasizing that every thought and decision often begins within the brain and body.Throughout the episode, Castor discusses how modern environments increase the demands on leaders, leading to stress and burnout. This conversation highlights that to cope with these demands, leaders must reevaluate their biology and health routines to support their professional responsibilities effectively. Discover actionable insights to preserve your energy and improve your leadership quality, such as balancing stress levels and prioritizing recovery. The podcast episode stresses that health isn't an ancillary goal but a vital leadership strategy.Key Takeaways:Leadership is not just about skills and behaviors; it is deeply intertwined with biology and wellness.The traditional leadership environment has changed, requiring leaders to make more decisions and manage stress effectively.Healthy leaders build resilient teams and foster innovative, supportive workplace cultures.Leaders should prioritize their health as a strategic approach to sustain high performance.New perspectives suggest treating leadership not merely behaviorally but by focusing on biological well-being to enhance overall efficacy.Notable Quotes:"What if the biggest leadership challenge today isn't actually a leadership problem? What if it's a biology problem?" - Tracy-Ann Palmer"Your team experiences your presence before they experience your words." - Tracy-Ann Palmer"Leadership isn't just behavioral. It is biological." - Stacy Caster"The healthiest leaders don't just build successful organizations. They build resilient teams." - Tracy-Ann PalmerAll episodes and guest requests can be found at:www.leadershipmomentspodcast.comFollow Stacey Caster on Instagram @staceycaster_Follow Tracy-Ann Palmer on Instagram @tracy_ann_palmer

Lord's Day Service with Pastor Beau Bekendam

Leadership rarely comes with certainty. Yet many leaders believe they must have every answer before making the next decision.In this episode of The Dr. Ginny Show Podcast, "What Strong Leaders Know About Leading Before There Is Proof with Lisa Pagotto," Dr. Ginny sits down with entrepreneur, founder, and disruptive leadership advocate Lisa Pagotto to explore a question every leader eventually faces: What happens when the right decision comes long before the evidence does?In an era defined by rapid technological change, economic uncertainty, and constant disruption, waiting for certainty often becomes the greatest risk of all. Rather than offering another conversation about confidence or resilience, this episode examines the deeper leadership qualities that enable people to move forward with conviction, remain grounded in their values, and continue growing through uncertainty.Drawing from Lisa's experience building an award-winning business in one of the world's most unpredictable industries, this conversation offers timeless leadership insights that extend far beyond entrepreneurship. It challenges conventional thinking about courage, trust, resilience, and personal growth, while inviting leaders to reflect on how they show up when outcomes are still unknown.Listen to this episode to:Discover why some of the most important leadership decisions happen long before success is guaranteed.Learn how stronger leadership is built through conviction, values, and intentional growth rather than certainty or perfect timing.Gain a practical leadership lens for navigating uncertainty, building trust, and leading with greater confidence in today's changing world.This episode is especially valuable for executives, emerging leaders, entrepreneurs, women leaders, and professionals navigating transformation, organizational change, or high-stakes decisions. It offers a thoughtful perspective on what leadership requires when the path forward is unclear and certainty is no longer available.Rather than presenting another leadership formula, this conversation invites listeners to rethink what it truly means to lead. Because the leaders who create lasting impact are not the ones who wait until they have proof. They are the ones who develop the judgment, character, and courage to move forward before certainty arrives.Lisa Pagotto is the founder of Crooked Compass, a multi-award-winning travel company recognized for creating immersive educational journeys to some of the world's most remote destinations. A globally respected entrepreneur, keynote speaker, and leadership advocate, Lisa developed the FIRE Framework, a practical model for disruptive leadership, sustainable growth, and leading with conviction before certainty exists. Her work helps leaders challenge conventional thinking, embrace intentional disruption, and build organizations grounded in courage, integrity, resilience, and continuous evolution.

In this episode of Personal Injury Marketing Minute, host Lindsey Busfield is joined by Sarah Walton, a business strategist and coach, to explore the concept of high capacity women leaders and their impact on law firms. Sarah explains the physiological and psychological aspects that enable women to multitask effectively and discusses the importance of recognizing and harnessing this capacity without falling into the trap of high-functioning codependence. They delve into the significance of delegation in business, emphasizing how it can prevent burnout and enhance productivity. The conversation also covers practical strategies for law firm owners to implement healthy habits and mindset shifts that lead to sustainable business growth and personal fulfillment. Listeners will gain insights into improving their leadership skills, fostering a supportive work environment, and achieving a better work-life balance. Key Timestamps: 00:01 –Introduction 0:17 –Defining High Capacity Women Leaders 1:26 –The Science Behind Multitasking 2:18 – High Functioning Codependence Explained 3:34 – The Double-Edged Sword of High Capacity 5:56 – Reframing the A Game for Sustainability 7:00 – Importance of Delegation in Law Firms 9:02 – Delegating for Business Efficiency 10:10 – Creating Jobs and Wealth Flow 12:19 – Eliminating Business Lag 14:18 – Leadership Through Delegation 16:00 – Business Needs vs. Personal Preferences 17:12 – Hiring the Right People 19:47 – Implementing the 80% Rule 22:05 – Mindset Shifts for Business Success 24:03 – Starting the Day with a Slow Morning 26:12 – Connecting with People for Business Growth See all episodes or subscribe to the Personal Injury Marketing Minute here: https://optimizemyfirm.com/podcasts/. What Defines High-capacity Women Leaders In The Business World? High-capacity women leaders are individuals who can multitask effectively due to physiological traits, such as more connective tissue between the brain’s hemispheres, allowing them to handle multiple tasks simultaneously. This ability often leads them to function at high levels consistently. However, this capability can sometimes lead to high-functioning codependence, where they overextend themselves, neglecting self-care and delegation. Recognizing and managing this balance is crucial for sustainable success. How Can Women Leaders Avoid Burnout While Maintaining High Performance? To avoid burnout, women leaders should recognize that while they are capable of multitasking, it is not necessary to function at high levels constantly. It’s essential to delegate tasks and set boundaries to prevent becoming overwhelmed. By acknowledging the need for support and avoiding the trap of trying to do everything themselves, leaders can manage their responsibilities more effectively and maintain a healthier work-life balance. Why Is Delegation Important For Business Leaders, Particularly In Law Firms? Delegation is critical because it allows leaders to focus on the aspects of their business they are passionate about and excel in. By delegating tasks that are not their strengths, leaders can reduce inefficiencies and prevent burnout. This approach not only fosters a more dynamic and efficient workplace but also enables leaders to perform at their best, contributing to the overall success of the business. How Can Law Firm Leaders Effectively Delegate Tasks? Law firm leaders can delegate effectively by understanding that they are not their business; the business is an entity on its own. Leaders should focus on what the business needs rather than personal preferences for task completion. By hiring people who excel in specific areas and allowing them to take ownership of their roles, leaders can ensure tasks are completed efficiently, freeing them to focus on critical areas of the firm. What Should Leaders Consider When Hiring To Ensure Effective Delegation? When hiring, leaders should adopt the mantra “hire hard, manage easy.” It’s important to invest time in finding the right fit for the business and then provide comprehensive training and clear SOPs (Standard Operating Procedures) to guide new hires. This ensures that tasks are completed to the desired standard without the leader having to micromanage, allowing the business to run smoothly and efficiently. How Can Law Firm Owners Incorporate Mindset Shifts And Habits For Better Business Outcomes? Law firm owners can benefit from adopting mindset shifts such as the Pareto Principle, focusing on the most impactful tasks, and maintaining an 80% capacity to prevent burnout. They should also implement daily habits like starting their day with a slow morning routine, reflecting on personal and business priorities. These practices can enhance productivity, improve mental clarity, and lead to greater satisfaction and success in their professional lives. What Practical Advice Can Law Firm Owners Implement To Improve Their Leadership And Business Operations? Law firm owners should remember that they matter and that their actions have significant impacts. By prioritizing self-care, setting clear goals, and maintaining connections with clients and colleagues, leaders can ensure they are operating at their best. 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In today's episode of The Quiz, we're testing your knowledge on everything from Hollywood icons turned politicians to legendary medical pioneers. Can you answer these? Golden State Leaders: Long before ascending to the highest office in the land, a famous Hollywood actor served two terms as the Governor of California. Do you know who he was? Action Heroes: Decades later, another cinematic icon traded the silver screen for the state capitol in Sacramento following a historic recall election. Can you name this star? European Bakeries: We head across the Atlantic for a traditional, spice-infused dessert featuring a lattice top and sweet fruit preserves. What is the name of this classic Austrian pastry? Play. Share. Listen, with Fox News Senior Correspondent & ‘Searching For Heroes‘ podcast host, Benjamin Hall. Learn more about your ad choices. Visit podcastchoices.com/adchoices

Click here to donate $5 on Left of Lansing on Patreon!https://www.patreon.com/15494297/joinHere's the Left of Lansing "Monday Musing" for July 20, 2026. Democratic Party leaders in the U.S. House endorsed cryptocurrency & AIPAC Congressman Shri Thanedar of Detroit over his working class progressive candidate, State Rep. Donovan McKinney. House Minority Leader Hakeem Jeffries claims that Rep. Thanedar will fight for the affordability of all Michiganders, and take-on the Trump Regime. Yet, all evidence points to the contrary when it comes to Thanedar's record. Pat Johnston explains why this endorsement shows how Democratic Party leaders still are not getting the working class anger spreading across Michigan, and the country. Click here to help State Rep. Donovan McKinney's campaign!!!Please, subscribe to the podcast, download each episode, and give it a good review if you can!leftoflansing@gmail.comLeft of Lansing is now on YouTube as well!Music provided by Wanderbeats. To hear the latest project, visit Space Leopard on various streaming sites, or visit: https://www.youtube.com/@SpaceLeopardClick here to donate $5 on Left of Lansing on Patreon!https://www.patreon.com/15494297/joinNOTES:"Two-Thirds of Shri Thanedar's Campaign Cash Came Through AIPAC as He Lost Over $600K." By Akela Lacy of The Intercept #podcast #politics #progressive #WorkingClass #Democrats #Republicans #MAGA #Michigan #ShriThanedar #DonovanMcKinney #Cypytocurrency #Trump #Israel #WarPowers #Detroit #CorporateGreed #CorporateCorruption #GovernmentCorruption #HakeemJeffries #Authoritarianism #Fascism #Democracy #LeftofLansing #MondayMusing

In this episode of Relationships at Work, host Russel Lolacher speaks with keynote speaker, author and workplace expert Joel Hilchey about why so many people become managers without being prepared to lead.Joel explains how accidental managers are created, the habits that can quietly damage teams, and why good intentions are not enough. They discuss feedback, career development, values, accountability, team performance and the importance of becoming more deliberate about how you lead.The conversation also explores what managers can do to remove barriers, support high performers, share credit and take responsibility when things go wrong.And connect with me for more great content!Sign Up for R@W Notes Subscribe on YoutubeFollow on LinkedinFollow on InstagramFollow me on ThreadsFollow on TikTokEmail me anytime 

7/20/2026 LINKEDIN FOR LEADERS: DRIVING PROFESSIONAL AUTHORITYEPISODE 1827“Billionaires will tell you, the more hands you shake the more money you make. Social media is an easy handshake, not always a direct transaction. Know the difference.” J Loren NorrisLinkedIn for Leaders: Driving Professional AuthorityLet's focus on B2B relationship building. When I say to potential clients they should engage with stories over product dumps, feature vomits and benefit barrages they often reply “No one else is doing that.” That is a large portion of my point. Doing what everyone else is doing is not unique. Strategies for crafting promotional hooks which convert profile viewers into premium coaching clients or partners starts with a solid profile. Telling a story in your social profiles is an art form which requires great diligence. This story in itself should contain the “7 C's of the StoryPower Method.” Here are FOUR of them. CONTEXTCLARITYCREDENTIALCREDIBILITYIf your profile, your banner, your initial engagement starts with a StoryPower qualified story every virtual handshake will leave a worthwhile lasting impression - a healthy seed for future business.  RESOURCES MENTIONED IN THIS VIDEO:

Nathan Busenitz • Acts 19:1–20:38 • Sermon Notes (Video)

Every coach says they want more leaders. But most are picturing the wrong level entirely.JP Nerbun, Betsy Butterick, and Nate Sanderson unpack Level 3 leadership, the one-to-one relational work that has to exist before Level 4 (leading the whole team) ever works, including the Joey Votto story of a star player who took up Spanish and improv classes just to become a better teammate.Whether you've got a team full of quiet glue players or you're still waiting for someone to step up, this conversation will change how you look for leadership on your roster.Chapters(00:00) Intro(02:35) Level 3 vs Level 4, defined(08:33) Leading a team vs leading people(10:42) The glue player nobody calls a leader(15:19) When leadership feels inauthentic(20:15) The soup metaphor(23:26) Skip the template, find the belief(32:18) What coaches get wrong on calling out(36:49) Walk your own talk first(39:58) The six parts of Level 3(42:29) Reframing fear before hard talks(45:54) Four beliefs that block feedbackTOC 3-2-13 Quotes | 2 Questions | 1 ResourceYour fast-track to the episode's most actionable ideas."The problem with hard conversations isn't not knowing the template. The problem is the belief system that gets in the way of actually changing the behavior."- J.P. Nerbun"One group calls it 'called out.' The other group calls the exact same thing, a coach stopping practice to single out an athlete, 'called up.' It depends on the relationship."- Betsy Butterick"Rizzo said he got called out by Ross more than a few times, and every single time he walked away feeling like the guy loved him."- Nate Sanderson2 Questions for Your TeamQ1: On a scale of 1 to 10, how comfortable are you calling out a teammate when they're below the standard? What belief is keeping you from a 10?Q2: Think of one teammate you'd call out without hesitation, and one you wouldn't. What's actually different about those two relationships?1 Resource to Go DeeperThe Culture Captain by JP NerbunThe book behind this episode's framework, breaking down the four levels of leadership from knowing yourself to leading the whole team.Visit tocculture.com hereKey TakeawaysLevel three is the leadership skill coaches actually need, not level fourBeing a great teammate makes you a better performer, not a distraction from itDon't let "that's just who I am" become the end of the conversationCalling out and calling up are often the exact same behaviorMost athletes aren't missing a script, they're stuck on a beliefThe best challengers spend the other fifty-one weeks building connectionsGet the notes and tools:tocculture.comJoin TOC Coach, community, courses, and live coaching:tocculture.comBetter Coaches. Better Leaders. Better Culture.

Welcome back to Season 16 of the Neuroscience Meets Social and Emotional Learning Podcast. I'm Andrea Samadi, and this is where we bridge neuroscience, social and emotional learning, and human performance so we can create measurable improvements in our well-being, achievement, leadership, productivity, and results. In this episode 403 The Movement Loop: How Movement Activates the Brain for Learning, Adaptation & Performance we will cover: ✔ Why movement is the biological input that prepares the brain for learning, adaptation, and performance. ✔ How Dr. Chuck Hillman's groundbreaking neuroscience research explains what happens inside the brain during and immediately after exercise. ✔ Why even one bout of physical activity can improve attention, executive function, and learning readiness. ✔ How Paul Zientarski translated neuroscience into practice through Naperville Central High School's internationally recognized Zero Hour PE Program. ✔ The science behind brain activation, neuroplasticity, positive stress, and cognitive reserve. ✔ Why movement isn't a break from learning—it's preparation for learning. ✔ How teachers, coaches, parents, and workplace leaders can use movement to improve focus, decision-making, creativity, and performance. ✔ How to apply the Movement Loop in everyday life using practical strategies you can begin today. ✔ Why movement is the input, adaptation is the process, and performance is the result. If you're just joining us, Season 16 explores Phase 3 of the Brain's Operating System for Human Performance—the Movement Loop. This season asks one central question: How does movement change the brain, adaptation change the body, and together create measurable improvements in performance? If you'd like the full overview of the five-phase framework, I encourage you to start with Episode 402. In Episode 402[i], we introduced Phase 3 of the Brain's Operating System for Human Performance—where we introduced The Movement Loop. We discovered one powerful idea. Movement is the input. When you move, your body sends a powerful biological signal to the brain that says: "Prepare. Activate. Adapt." Adaptation is the process. With movement, repetition, and recovery, the brain and body strengthen, rewire, and become more efficient. Performance is the output. The changes become visible in everyday life—clearer thinking, better decisions, stronger health, and improved performance. Then the loop begins again. Today we're asking the next question. Why does movement come first? Not simply because exercise is good for our bodies. But because movement is one of the most powerful biological signals we can send to the brain. Before we can focus... Before we can learn... Before we can adapt... The brain must first be activated. That's why movement isn't the outcome. It's the beginning. When we first interviewed Dr. Chuck Hillman on Episode 123[ii], (back in April 2021) I wanted to understand how his neuroscience research inspired Paul Zientarski's revolutionary Zero Hour PE Program at Naperville Central High School. It was Naperville's extraordinary performance on the Trends in International Mathematics and Science Study (TIMSS) that caught the eye of Dr. John Ratey. Naperville District 203 entered the international comparison as if it were its own "country" and ranked #1 in the world in science and #6 in the world in math. Those results made Dr. Ratey ask, "What are they doing differently?" That question ultimately led him to Naperville, (IL) where he discovered Zientarksi's Zero Hour PE initiative and made it the opening case study in  his book Spark. We will cover this story on our next episode Then years later, we revisited that conversation in Episode 397[iii] through the lens of motivation—exploring how movement increases engagement and helps us want to move more. But looking back through the lens of Phase 3, I realized I had been asking the wrong question. The bigger question isn't whether movement motivates us. The bigger question is: What happens inside the brain the moment we begin to move? That's the question we're answering today. And it's the reason movement sits at the beginning of the Brain's Operating System for Human Performance. Let's begin where every performance story begins... with movement. As we begin Phase 3, Dr. Chuck Hillman's research helps us understand why movement is the first step in the Movement Loop. In our interview, he mentioned that his lab has consistently demonstrated that even a single bout of physical activity can improve attention, cognition, and academic performance. But what fascinated me most wasn't simply that exercise works. It was why it works. Listen carefully as Dr. Hillman explains how movement acts as a positive biological stressor that prepares the brain for learning. EP 403 — Clip 1 Summary Movement is the First Signal As we begin Phase 3 of the Brain's Operating System, the first question is simple: Why does movement come first? Dr. Chuck Hillman has spent his career studying how physical activity changes the brain—from childhood through older adulthood. His research doesn't just focus on exercise, but on understanding how different life experiences shape brain health across the lifespan. One insight from our conversation completely changed how I think about movement. Dr. Hillman explained that even a single session of exercise can improve attention, cognition, and academic performance in children. His team is now studying why that happens, exploring how exercise acts as a positive stressor that activates biological pathways supporting brain function. But what struck me even more was why he chose to study children in the first place. Rather than waiting until someone reaches their 60s and begins experiencing cognitive decline, his goal is to help children build a stronger brain from the very beginning—to create what he calls a cognitive reserve that may protect brain health throughout life. That idea captures exactly what Phase 3 is all about. Movement isn't simply something we do to stay fit. It's one of the earliest investments we can make in the future health and performance of our brain. ______ This is the first piece of the Movement Loop. Movement isn't valuable because we eventually become fitter. This is what many of us used to think? I can't be alone in this…I used to move for fitness alone. Until I studied the brain…and learned that: It's valuable because it immediately changes the state of the brain. Before learning improves... Before memory improves... Before performance improves... The brain has to be activated. That's exactly what movement does. Key Takeaways from Dr. Hillman There are three ideas I'd like all of us to remember from this first clip. Movement is Information The Neuroscience Every movement you make sends information throughout your nervous system. As your muscles contract, they don't just move your body—they communicate with your brain. Your heart pumps faster, blood flow increases, oxygen and glucose are delivered more efficiently, and neurons begin communicating more actively. Movement also changes your brain's neurochemistry. Exercise increases the release of neurotransmitters like dopamine, norepinephrine, and serotonin, which help regulate attention, motivation, mood, and learning. At the same time, it stimulates the production of growth factors such as brain-derived neurotrophic factor (BDNF), which supports neuroplasticity—the brain's ability to form and strengthen new neural connections. That's why I like to think of movement as sending a message to the brain: "Wake up. Pay attention. Get ready to learn." Movement isn't simply burning calories. It's providing your brain with the biological conditions it needs to perform at its best. Stress Isn't Always Harmful The Neuroscience When we hear the word stress, we usually think of chronic stress—too much cortisol, too little recovery, and the negative effects that follow. But the brain actually needs short, manageable challenges to become stronger. Exercise is an example of what's often called eustress, or positive stress. When you exercise, your body briefly increases stress hormones like cortisol and activates your sympathetic nervous system. At the same time, it stimulates beneficial signaling molecules and growth factors that help the brain adapt. Dr. Hillman's research explores how these temporary changes—including biomarkers like cortisol and salivary alpha-amylase—may help explain why even a single bout of exercise improves attention and cognition. The important point is that the stress is temporary. When it's followed by recovery, your brain and body adapt. Without recovery, stress becomes harmful. With recovery, stress becomes the signal that drives growth. That's why adaptation sits in the middle of the Movement Loop. The challenge isn't the goal. The adaptation is. Activation Comes Before Performance The Neuroscience One of the biggest misconceptions about learning is that we can simply decide to pay attention. The brain doesn't work that way. Before the prefrontal cortex—the part of the brain responsible for focus, planning, decision-making, and executive function—can perform well, it must first be activated. Movement helps create that activation. Exercise increases cerebral blood flow, raises arousal to an optimal level, and improves communication across large-scale brain networks involved in attention and cognitive control. Think of it like warming up an orchestra before a concert. Before the musicians can perform together, they first need to tune their instruments. Movement helps the brain tune itself. That's why research consistently shows improvements in attention and executive function immediately after moderate physical activity. Performance doesn't begin when you sit down to work. Performance begins the moment you prepare your brain. That's why movement sits at the beginning of the Movement Loop. One final thought Movement isn't magic. It changes the brain because it changes the brain's biology. It increases blood flow. It changes neurochemistry. It activates neural networks. It stimulates neuroplasticity. And when those changes are repeated over time—and supported by recovery—they become adaptation. That's why movement is the input. Adaptation is the process. Performance is the result. TIPS to IMPLEMENT So what can we do with this research? Here are three simple ways to put the Movement Loop into practice this week. ✅ 1. Move with purpose. Before asking your brain to perform... Prepare it. Take a 10–20 minute walk. Ride your bike. Do a short workout. Climb the stairs instead of taking the elevator. Don't think of movement as taking time away from your work. Think of it as the first step toward doing your best work. I always park my car at the back of the parking lot, not afraid add bits of movement into the day. ✅ 2. Prepare the brain before expecting learning. Whether you're a parent... A teacher... A coach... Or a leader... Create opportunities to move before asking people to think. Movement isn't a reward after learning. It's preparation before learning. I discovered this one early on with this podcast. I can't focus on this topic, without moving first. ✅ 3. Start measuring brain performance—not just physical performance. The next time you move, don't just ask: "How many calories did I burn?" Ask: Did I think more clearly today? Did I focus more easily? Did I feel more energized? Did I recover better tonight? Am I becoming more resilient? Those are the real returns on your investment. Movement for me, is at the root of each of these questions. If I lacked movement (and sometimes I can't fit it in) I'll notice it show up in one of these questions, and know how important it is to get it back on track. Final Reflection Remember... Movement is the input. It's what we do. Every step you take sends a message to your brain: "Prepare. Activate. Adapt." The more consistently you send that signal, the more opportunities your brain and body have to change. Over time, those changes become visible. You think more clearly. You learn more effectively. You recover more efficiently. You perform at a higher level. But here's the part I find most fascinating. When I look at the Movement Loop... I don't stop at Performance. I look at the final circle. Confidence. Because confidence is what keeps the loop alive. I'll be the first to say I can't always do this. Something gets in the way. It's not always easy to move. Some days we're busy. Some days we're tired. Some days we simply don't feel like it. But every time you complete the loop, you collect another piece of evidence. "I showed up." "I felt better afterward." "I handled that challenge differently." "I'm becoming stronger than I was yesterday." Those moments become evidence. Evidence builds confidence. And confidence makes it easier to begin again tomorrow. That's how lasting change happens. Not through one workout. Not through one perfect week. But by repeating the loop. Again. And again. And again. Because every movement today is an investment in the person you're becoming tomorrow. Movement is the input. Adaptation is the process. Performance is the result. And confidence is what inspires us to begin again. Clip 2 Summary Brain Activation Creates Readiness to Learn Paul Zientarski explains how Naperville Central High School achieved remarkable academic results through its Zero Hour PE Program and the use of heart rate monitoring. His work around getting students to move was inspired by Dr. Hillman's research. In this clip, Paul Zientarski describes how Dr. Chuck Hillman's research transformed physical education from something schools did for physical health into something they could use to improve learning itself. The research that ignited him showed that after just 20 minutes of walking, students demonstrated measurable increases in brain activation and performed better on cognitive tasks. For Paul, this wasn't simply evidence that exercise works. It explained why movement belongs at the beginning of the school day. Movement wasn't taking time away from learning. It was preparing the brain to learn. Looking at this through the lens of the Movement Loop, we can now see what was happening biologically. Movement activated the brain. An activated brain was better able to pay attention. Better attention improved learning. Repeated learning created adaptation. And over time, those adaptations translated into stronger academic and life performance. That's why movement is the first step in Phase 3. Key Takeaways ✔ 1. Brain activation is the bridge between movement and performance. Movement doesn't improve learning—or performance—directly. It first changes the brain into a state that's ready to focus, solve problems, make decisions, and learn. Whether you're in a classroom, on the athletic field, or leading a team at work, performance begins with brain activation. ✔ 2. Readiness comes before instruction/teaching/learning. One of Paul Zientarski's greatest insights was that not every student needed more movement. Sometimes they needed more recovery. By monitoring students' heart rates, he learned to recognize when a student was physiologically ready to learn and when the brain and body needed time to recover. That's a lesson for all of us. Teachers can observe energy before beginning a lesson. Coaches can balance challenge with recovery. Leaders can recognize when their teams need a reset before asking for peak performance. The question isn't simply, "What am I teaching?" It's, "Are people ready to learn?" ✔ 3. Small actions create lasting adaptation. One walk. One movement break. One active lesson. One walking meeting. None of these seem significant on their own. But repeated consistently, they become the biological signals that drive adaptation. Small actions, repeated often, create lasting change. ✔ 4. Performance begins long before the moment that matters. A student's success doesn't begin when they open the exam. An athlete's success doesn't begin when the whistle blows. A leader's success doesn't begin when the meeting starts. Performance begins much earlier— when we prepare the brain to perform. ✔ 5. Movement isn't a break from work. It's preparation for better work. Whether you're teaching a lesson... Coaching a team... Leading a meeting... Or solving a complex problem... Movement should be viewed as part of the performance process—not time taken away from it. Tips to Implement Prepare the brain before expecting performance. Before teaching... Before coaching... Before presenting... Before solving difficult problems... Ask one question: "Is the brain ready to perform?" Sometimes the best way to improve performance is to begin with five to ten minutes of purposeful movement. Build movement into the rhythm of the day. Instead of viewing movement as a separate activity, make it part of how you work and learn. Teachers can begin lessons with movement. Coaches can use dynamic warm-ups with a cognitive focus. Leaders can replace one seated meeting each week with a walking meeting. Movement becomes the signal that says, "It's time to focus." Balance challenge with recovery. Paul didn't simply encourage students to move more. He also recognized when they needed recovery. High performance isn't created by constant effort. It's created by alternating challenge with recovery. That's true in classrooms. It's true in sports. And it's true in the workplace. Think beyond fitness. Don't ask, "How do I fit exercise into my day?" Instead ask, "How can movement improve everything I do afterward?" That one shift changes movement from another task on your calendar... into the first step toward better thinking, better learning, better leadership, and better performance. Closing Reflection Every time we move... We send a message to the brain. "Prepare. Activate. Adapt." That's why movement isn't just something we do for our bodies. It's one of the most practical performance tools available to teachers, coaches, leaders, parents, and anyone who wants to think more clearly, learn more effectively, and perform at a higher level. Because in the end... Movement is the input. (What we do.) Adaptation is the process. (How the brain and body change.) Performance is the result. (What we're capable of becoming.) Paul Zientarski didn't change physical education at Naperville HS. He changed the purpose of physical education. Instead of asking, "How do we build fitter students?" he helped us ask, "How do we build brains that are ready to learn?" EP 403 Review and Conclusion As we review and close out this episode, I'd like to leave you with one final thought. When we first interviewed Dr. Chuck Hillman, I was fascinated by what exercise did for the brain. When we interviewed Paul Zientarski, I was inspired by how he translated that research into a school that changed lives. But looking back through the lens of Phase 3, I realize they were teaching us something even bigger. They were teaching us where human performance begins. Not with talent. Not with intelligence. Not with motivation. It begins with a biological signal. Movement. Every step you take... Every walk... Every workout... Every hike... Every time you choose to move... You're telling your brain: "Prepare. Activate. Adapt." That's the first instruction your brain receives. From there, everything else becomes possible. Movement activates the brain. An activated brain pays attention. Attention makes learning possible. Learning creates adaptation. Adaptation improves performance. And performance builds confidence. Confidence is what inspires us to move again tomorrow. That's the Movement Loop. A Personal Journey This season has become personal for me. For years, I interviewed experts and shared their research. Over the past year, I began testing these ideas (their research) in my own life. Not to become a better athlete. Not to chase perfect numbers on my wearable device (as much as I would like to have them). But to see whether the neuroscience actually showed up in everyday life. It did. The more consistently I moved... The more consistently I recovered... The more my brain and body adapted. My recovery improved. My resting heart rate dropped. My hikes became easier. My thinking became clearer. Those weren't isolated improvements. They were evidence that the Movement Loop was working. And with every small improvement... my confidence grew. Not because someone told me I was improving. Because I could see it. I could measure it. I could feel it. That confidence became more than the result of movement. It became something I began carrying into other areas of my life. Into my work. Into my relationships. Into the challenges I was willing to take on. And that's when I realized something... Confidence doesn't end the Movement Loop. It becomes the beginning of another part of the Brain's Operating System. But... that's a conversation for another episode.   Your challenge for the week So before our next episode, I'd like to leave you with a simple challenge. Don't focus on changing your life overnight. Just begin the loop. Tomorrow morning... Before work... Before studying... Before an important conversation... Move. Even if it's just for ten or twenty minutes. Then ask yourself one question: How did that movement prepare my brain today? Start paying attention. Notice your focus. Notice your energy. Notice how you think. Because once you begin looking for the changes... You'll start seeing them everywhere. Write down what you notice…because if you don't write things down, you won't remember that the change occurred.   Looking ahead In our next episode, we'll continue exploring Phase 3 with one of the pioneers in this field, Dr. John Ratey, author of Spark. If Dr. Hillman showed us that movement activates the brain... Dr. Ratey helps us understand why exercise has been called "Miracle-Gro for the brain" and how movement literally changes the brain's ability to learn, adapt, and grow. We'll continue building the Movement Loop... one step at a time.   Until next time... Remember... Movement is the input. It's what we do. Adaptation is the process. It's how the brain and body change. Performance is the result. It's the measurable improvement we experience in our thinking, learning, health, leadership, and daily lives. And perhaps most importantly... Confidence is what keeps the loop alive. Because every step you take today is building the brain you'll depend on tomorrow. By the end of this season, my hope is that we don't just understand the neuroscience of human performance—we put it into practice. That we begin moving with purpose. That we notice how our brain and body respond. That we embrace adaptation as part of the process. And that we experience measurable improvements in our thinking, learning, health, leadership, and everyday performance.   I'm Andrea Samadi, and this has been the Neuroscience Meets Social and Emotional Learning Podcast. I'll see you next time.   EP 403: How did movement prepare my brain today? EP 404: How did today's movement help my brain learn? EP 405: How did recovery help my brain adapt? EP 406: How did attention improve my performance? EP 407: How will I keep the loop going?   RESOURCES:   Full interview Dr. Chuck Hillman https://www.youtube.com/watch?v=6ip5s2iDFLE&list=PLb5Z3cA_mnKhiYc5glhacO9k9WTrSgjzW&index=88   Full interview Paul Zientarski https://www.youtube.com/watch?v=UHYNEhxkxfE   Paul Zientarski's clip https://www.youtube.com/shorts/DmtkP_licdA   REFERENCES:   [i] Neuroscience Meets Social and Emotional Learning Podcast EPISODE 402 “Phase 3 Intro: How Movement Builds the Brain https://andreasamadi.podbean.com/e/movement-loop-how-everyday-action-rewires-your-brain-and-boosts-performance/   [ii] Neuroscience Meets Social and Emotional Learning Podcast EPISODE 123 https://andreasamadi.podbean.com/e/northeastern-university-professor-chuck-hillman-phd-on-the-impact-of-exercise-on-the-brain-and-learning/   [iii] Neuroscience Meets Social and Emotional Learning Podcast EPISODE 397 https://andreasamadi.podbean.com/e/move-to-learn-how-movement-activates-the-brain-and-fuels-motivation/                                

ABC's of Performance Improvement- in honor of Michael Jackson and the Jackson 5.  Leaders, having trouble with your employees following expectations or process?  Then, this podcast is for you!  Simple behavior principles that drive better expectation adherence

In this segment, we dive straight into the mailbag to answer the biggest questions on the minds of Tennessee football fans. We kick things off by evaluating the highly anticipated quarterback competition between McIntyre and Brandon, looking at what both talented young men bring to the table. We also discuss the importance of instilling a competitive, old-school track-and-field mentality in the off-season—drawing inspiration from Vol legend Willie Gault. Finally, we break down the defensive side of the ball, exploring the strategic shift of moving linebackers to the outside edge, the coaching staff's long-term recruiting vision at running back, and the 12 proven leaders ready to anchor the defense this fall.See omnystudio.com/listener for privacy information.

Nathan Busenitz • Acts 19:1–20:38 • Sermon Notes (Video) • Grace Pulpit

How do we actually live out psychological safety, rather than just talking about it as some grand, academic theory? A couple of years ago, Minette Norman and Karolin Helbig came out with the Psychological Safety Playbook. I've been using her practical phrases in my own training sessions ever since (with full credit, of course!). But as any facilitator, parent, or human being knows, putting this stuff into practice is darn hard. You want to be the supportive expert, but then real-world pressures—like meeting targets, sudden organizational shifts, or just plain old fear of looking foolish—kick in. That's why I sat down with them to talk about their new follow-up book. They wrote it because change-makers kept coming to them on tour, saying, "Okay, we read the basics, but now we're hitting roadblocks. What next?" What I love about their approach is that it's completely "no fluff." They give us real, actionable strategies to bake inclusion right into the DNA of our everyday work life, even when things get a little messy. Key Themes from the Discussion Courage as Vulnerability, Not Heroics. True leadership in a psychologically safe environment isn't about having a flawless track record or acting like a superhero. It requires the humility to acknowledge that you don't have all the answers and to actively invite your team to fill in your blind spots. "It's not about the big heroic acts. It's really about the courage to be vulnerable, for example. Particularly as a leader, that's not easy to do..." — Karolin Helbig  The Intentional Practice of Listening. Listening is often treated as an obvious, baseline skill, but true listening requires a conscious commitment to sit with silence and process what is being said, rather than rushing to respond or dominate the room. "It sounds so obvious that we all know how to do it... and it is so darn hard, right? It really is. And we often think we're listening when we're not." — Minette Norman  Recognizing Personal Emotional Triggers. Building psychological safety is a slow process that can be shattered instantly by an unmanaged, defensive reaction. Developing self-awareness around your own physical stress signals helps create a vital pause between a trigger and your response. "Psychological safety is really slow to build and quick to break. And if you can avoid these breaks. By becoming more aware of your reactions and handling them more skillfully, then a lot is gained." — Karolin Helbig  Shifting the Narrative Around Failure. For teams to innovate, leaders must actively destigmatize mistakes. This means moving away from finger-pointing and instead treating unexpected outcomes as valuable learning experiments, a process that must be modeled from the top down. "If you're trying something new, and certainly if we're trying to innovate, there will be failure along the way. So the question is, how quickly can we learn from them and improve and move forward?" — Minette Norman  Designing for Inclusion via Rotating Roles. Inclusion doesn't happen by accident; it has to be deliberately engineered into team dynamics. Using a rotating role like an "Inclusion Booster" ensures that monitoring the health of a meeting becomes a shared team habit rather than solely the leader's responsibility. "Meetings by default are not inclusive. So we need to design them for inclusion. The idea of the inclusion booster is just to have a rotating role of somebody in facilitating the meeting and paying attention that we actually behave in the way we earlier defined." — Karolin Helbig  Actionable Takeaway for Listeners To move your team from theory to practice, introduce the "Inclusion Booster" role into your next recurring meeting. Rotate this responsibility among different team members each week, tasking them with observing meeting dynamics, ensuring equal airtime, and calling out interruptions using a lighthearted tool like the "ELMO" (Enough, Let's Move On) principle. Follow Karolin and Minette at https://thepsychologicalsafetyplaybook.com/

This week's Open Mic guest is Geoff Cooper, President and CEO of the Renewable Fuels Association. Leaders of the group recently spent a week in Washington lobbying for Senate approval of voluntary E15 legislation. Cooper cites recent studies suggesting strong support for sales of higher ethanol blends among voters from both political parties. He also discusses opportunity for industry growth in the maritime, airline and related liquid transportation fuels arena. Cooper says RFA supports efforts by the Trump administration to balance trade with Brazil.

Thanks for tuning in! 

In this segment, we dive straight into the mailbag to answer the biggest questions on the minds of Tennessee football fans. We kick things off by evaluating the highly anticipated quarterback competition between McIntyre and Brandon, looking at what both talented young men bring to the table. We also discuss the importance of instilling a competitive, old-school track-and-field mentality in the off-season—drawing inspiration from Vol legend Willie Gault. Finally, we break down the defensive side of the ball, exploring the strategic shift of moving linebackers to the outside edge, the coaching staff's long-term recruiting vision at running back, and the 12 proven leaders ready to anchor the defense this fall.See omnystudio.com/listener for privacy information.

Leaders have been starting wars to distract from scandals since ancient Rome. The only thing that's changed is the technology.From Juvenal's bread and circuses and Napoleon III's catastrophic Franco-Prussian gamble, to the USS Maine, Thatcher and the Falklands, Clinton's "Wag the Dog" moment in 1998, and Trump striking Iran four days after impeachment, this is the complete history of leaders who've used military conflict to make their domestic problems disappear. We look at when it worked (Thatcher, who didn't start it but absolutely made the most of it), when it backfired spectacularly (Napoleon III, who ended the war in a Prussian prison cell), and why the most recent attempt produced lower approval ratings and higher petrol prices instead of the expected bounce.⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.patreon.com/HistorysGreatestIdiots⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.instagram.com/historysgreatestidiots⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://buymeacoffee.com/historysgreatestidiots⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Artist: Sarah Chey⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.fiverr.com/sarahchey⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠

What does it really mean when a problem “comes back” after a team thought it had been solved?In this episode, Mark Graban reads his article, “We Thought We Solved That: The Art and Judgment Calls in the PDSA Cycle.” He examines how a frustrated executive's question—“Why did the problem come back?”—can either support learning or trigger blame, depending on how it is asked.Mark explores five possible explanations for a recurring problem: the wrong countermeasure, poor implementation, failure to sustain the change, changed conditions, or the possibility that the problem never actually went away. He also explains why Toyota's language of “countermeasures” is more useful than declaring a problem permanently “solved,” and why process behavior charts can help distinguish real change from routine variation.The larger lesson: reaching the Study step of PDSA requires more than checking whether an action item was completed. Leaders must examine what actually happened, what the data show, and what the organization needs to adjust next.Read and share the original article at leanblog.org/audio471.

Episode 768 of the 7 Minute Leadership Podcast explores the leadership lessons behind how Truett Cathy perfected the Chick-fil-A Chicken Sandwich through customer feedback. Learn why great leaders continuously seek input, improve their leadership style, and build stronger teams by treating leadership as an evolving recipe rather than a finished product.Host: Paul FalavolitoConnect with me on your favorite platform: Facebook, Twitter, Instagram, TikTok, LinkedIn, Substack, BlueSky, Threads, LinkTree, YouTubeView my website for free leadership resources and exclusive merchandise: www.paulfalavolito.comBooks by Paul FalavolitoThe 7 Minute Leadership® Handbook: bit.ly/48J8zFGThe Leadership Academy: https://bit.ly/4lnT1PfThe 7 Minute Leadership® Survival Guide: https://bit.ly/4ij0g8yThe Leader's Book of Secrets: http://bit.ly/4oeGzCI

Breakfast Leadership Network is proud to introduce the Breakfast Leadership AI Advisory Service, a new offering built to help executives and organizations translate artificial intelligence from a buzzword into a working advantage. The service pairs proven leadership frameworks with practical AI implementation guidance, helping leaders identify where automation and intelligent tools can strengthen decision making, reduce operational drag, and free up capacity for the work that actually requires human judgment. Rather than a generic technology rollout, the advisory service is grounded in the same principles that anchor the Leadership Operating System, ensuring that any AI adoption strengthens culture and accountability rather than working against them. Leaders interested in exploring how AI can support their organization's goals are encouraged to connect with the Breakfast Leadership team to learn more. https://BreakfastLeadership.com 

It's been an explosive week for Pittsburgh. Executive producer Mallory Falk, producer Sophia Lo, and contributor and City Paper managing editor Colin Williams share what to know about the cyclosporasis cases in Allegheny County, the cooked veggie dishes you should be eating instead of summer salads, and what to do if you think you might have this parasitic infection. Plus, we discuss whether the Commercial Street Bridge demolition looked as cool as we expected and whether the traffic disruptions live up to the doomsday predictions. Finally, we talk about another taproom closure, a new pool opening, and leadership changes at the Allegheny County Jail and Pittsburgh Bureau of Fire. And if you've been hooked on the Commercial Street Bridge livestream, tune in for our members-only segment, where we recommend a few more Pittsburgh-area livestreams worth checking out. Notes and references from today's show: Cases of diarrhea-causing parasite infection rise in Allegheny County [P-G] What to know about cyclosporiasis, the intestinal illness hitting the U.S. [NPR] Will my lettuce give me diarrhea? [What's Next] 5 Cooked Veggie Dishes To Try in Pittsburgh Right Now [City Cast Pittsburgh] Crowd leaves disappointed after Parkway East bridge implosion postponed [WTAE] And... boom goes the dynamite. [Reddit] Parkway East worker proposed on PennDOT webcam [Instagram] Pittsburgh Bureau of Fire chief Darryl Jones to retire following internal review [WESA] What's next for the Allegheny County Jail? Leaders, activists wary as search for new warden begins [P-G] Helltown Brewing closing Strip District location ahead of redevelopment [TribLive] PODCAST: Are Pittsburgh Breweries OK?! [City Cast Pittsburgh] Pittsburgh's new pool rule: What families need to know before they go [TribLive] We're doing our annual survey to learn more about our listeners. We'd be grateful if you took the survey at citycast.fm/survey—it's only 7 minutes long. You'll be doing us a big favor. Plus, anyone who takes the survey will be eligible to win a $250 Visa gift card—and City Cast City swag. Have thoughts about Family Swim or other chaperone policies in the city? Call or text our KIDS IN PUBLIC hotline at 412-212-8893. Learn more about the sponsors of this Friday, July 17th episode: Woodward Summer Camps AIDS Free PGH Become a member of City Cast Pittsburgh at membership.citycast.fm. Want more Pittsburgh news?  Sign up for our daily morning newsletter. We're on Instagram @CityCastPgh. Text or leave us a voicemail at 412-212-8893. Interested in advertising with City Cast? Find more info here. 

Judy Dempsey discusses the US naval blockade of Iran and European concerns over energy security. She argues that European leaders find Trump's policies unpredictable and emphasizes that the future must be built on transparency, democracy, and accountability to counter the rise of authoritarian models like communist China. (15)

This solo episode of Do Good to Lead Well focuses on one of the most common challenges in both leadership and everyday life: continually repeating the same difficult conversation without real resolution. Drawing on the important work of Crucial Conversations and Crucial Accountability, I explore the transformative CPR model (Content, Pattern, Relationship) as a deceptively simple framework for breaking frustrating cycles.I talk about how most people stay stuck addressing immediate content rather than recognizing damaging patterns or the deeper relationship impacts underneath. I also share concrete scripts using common scenarios to bring to life how shifting the “elevation” of a conversation can untangle recurring problems and restore trust.Leaders, teammates, and anyone facing persistent roadblocks in communication will walk away with actionable tools to finally resolve stubborn issues. Share your thoughts on how you have dealt with these situations and better yet, share the episode with someone who you feel would benefit from hearing it.What You'll Learn- What is C.P.R. in difficult conversations?- The importance of addressing issues early.- The trap of relitigating the same content without recognizing a pattern.- The risk of escalating prematurely to relationship-level concerns after a single incident.- The problem of “piling on,” or tackling content, pattern, and relationship all at once. Podcast Timestamps(00:03) - The Recurring Conversation Challenge(01:23) - Introducing the CPR Model(03:30) - Content: Addressing Issues Early(06:08) - Elevating to Pattern-Level Conversations(08:50) - Relationship: Impact on Trust and Collaboration(10:43) - Approaching Difficult Conversations from Different Roles(14:46) - Common Traps and Pitfalls in Tough Conversations(17:53) - Choosing the Right Level for Effective Dialogue(19:33) - Final Reflections and a Call to ActionKEYWORDSPositive Leadership, Difficult Conversations, Conflict Management, Crucial Conversations, Crucial Accountability, CPR model, Content Pattern Relationship, Communication Framework, Workplace Relationships, Feedback Scripts, Pattern Recognition, Escalation in Conversations, Resolving Conflict, Peer Conversations, Leadership Communication, Employee Feedback, Conversational Traps, CEO Success

We want your feedback and questions. Text us here.Receiving feedback is one of the most important skills a leader can develop, but it is also one of the most difficult. Even well-intended feedback can make us feel exposed, misunderstood, or defensive. Yet the ability to listen without immediately explaining yourself can reveal blind spots, strengthen relationships, and accelerate your growth. In this episode of The Champion Forum Podcast, Jeff Hancher shares the RECEIVER framework, a practical approach to hearing difficult feedback, separating your behavior from your identity, and finding the lesson inside an uncomfortable conversation.